How can we
address the UK Skills Gap?
We recognise that there has been a UK Skills Gap for quite
some time. Channelling young people into higher and further education does not address
that gap.
Apprenticeships and traineeships are better ways to create
skilled workers, necessary to keep the UK economy growing and at the forefront
of innovation.
The following was written earlier this year by Hannah Wilson.
She focussed on five ways in which employers can address the issue:
“THE JOBS
MARKET HAS BECOME INCREASINGLY EMPLOYEE-DRIVEN, WITH STAFF LEAVING THEIR
CURRENT ROLES FOR BETTER OPPORTUNITIES AND ADDITIONAL BENEFITS SUCH AS FLEXIBLE
WORKING.
Wage
stagnation, cost of living, job dissatisfaction and hybrid working have been
contributing factors that have led to thousands of people voluntarily leaving
their jobs — dubbed ‘The Great Resignation’.
This,
combined with rapidly changing technologies like artificial intelligence and
automation, has led to employers struggling to hire skilled workers. Some claim
that people are leaving education without the necessary skills to enter the
current workforce.
In a
recent study half of the employers who expect skills gaps in the years ahead
said skill building would be the most effective action for their organisations,
whereas 31% cite hiring as the most effective.
So
what can employers and HR professionals do to address the skills gap?
1. Hire
through apprenticeships
Apprenticeships
have long been a consideration for many employers seeking cheaper hiring
alternatives. They’re offered at several levels to educate on the skills and
knowledge needed for a specific role.
Apprenticeships
are conducted with an external training provider so employees will receive
bespoke support throughout, with access to a tutor’s time in one-to-one
meetings and practical sessions. Apprenticeships also allow businesses to mould
staff into the perfect fit for their roles.
Ultimately,
apprenticeships have proven to be a solution to filling the skills gap. Amazon
has announced
the creation of 1,500 apprenticeships in the UK in 2022,
including in publishing, retailing and environment, social and corporate
governance and many others.
As a
company, you could also work with providers to offer current employees the
opportunity to undertake an apprenticeship. This would help them gain the
relevant skills, so you always have talented people to hire from within the
company.
2. Employ
internally
One
of the options many HR professionals are exploring to fill skills gaps is
employing internally. This is one of the most immediate steps employers can
make that will also help improve employee satisfaction.
According
to LinkedIn’s Global
Talent Trends report, firms that offer internal
mobility opportunities are 41% more likely to retain employees than those that
don’t.
Businesses
will be able to reduce the costs associated with hiring a new staff member,
which could be upwards of £50,000, while also retaining the talent they
already have.
Allowing
employees to grow within a business is a great way to reduce the costs of
hiring externally and means higher job satisfaction and, therefore, higher
retention rates.
3. Upskill
and reskill employees
Along
with employing internally, upskilling current employees is an excellent way for
employers to fill any skills gaps they’ve identified within their
organisation.
Currently,
non-managerial staff are least likely to be offered digital skills or
reskilling, which would help them progress in their
careers. Employers can benefit from a constantly improving workforce as new
skills are needed by providing these opportunities.
In the
long term, upskilling and reskilling are the best ways for employers to
future-proof their businesses.
4. Effectively
onboard new hires
Giving
new employees a strong foundation is the first thing any employer or HR
professional should do.
Effective
onboarding provides the new hire with all of the necessary information like
employee goals and objectives, their role and responsibilities, as well as a
clear career development plan with room for training and upskilling.
Turnover
rates can be as high as 20% in the first 45 days of employment, so
conducting an orientation process that builds strong relationships between
managers and employees is essential to preventing high turnover.
Engagement
is at its highest point in an employee’s first few days, so HR professionals
and managers must spend this time well for the best outcome for the employee
and the business.
5. Develop
a culture of training
Developing
a culture of training within a business is essential to move the company
forward. In a similar vein of upskilling and reskilling, employees must
continuously learn to stay relevant in the workplace. One way companies can
encourage this is by developing a culture of training.
For
this to make an impact, the vision for this training must come from the top.
Leaders and HR managers who promote consistent training are more likely to reap
the benefits of an improved workforce.
A
learning environment will help improve employee confidence, employees with a
strong learning culture are 37% more productive.
Companies
can also create development programmes and mentorships to allow employees to shadow and learn from those with more experience. Mentorships
can run within businesses at no extra cost and benefit both the mentee and the
mentor.
Businesses
worldwide are employing several tactics to address the skills gap in the
current UK workforce caused by the Great Resignation. From apprenticeships to
upskilling existing employees, there are plenty of ways to make an impact, both
long and short-term.”
Brought to you by Available Apprentices
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